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2009EHR RECRUITMENT AND SELECTION(Nathan and Gold Coast)

Trimester 1, 2018STUDY GUIDE

This guide contains information for the lecture/workshop program and describes the assessment items.

Dr Matthew Xerri (Primary convenor – Nathan and Gold Coast campus)

Table of ContentsTable of Contents..................................................................................................................................1

LECTURE GUIDE.....................................................................................................................................2

WORKSHOP GUIDE................................................................................................................................4

Week 2 Introduction to workshop program, group formation and membership........................4Week 3 Business, HR, Staffing Strategies.....................................................................................5Week 4 Employee value proposition...........................................................................................5Week 5 Job requirements analysis...............................................................................................7Week 6 In-workshop quiz.............................................................................................................9Week 7 (i) Developing a sourcing plan (ii) Recruitment communication.....................................9Week 8 (i) Developing an Assessment Plan (ii) Interview techniques........................................12Week 9 Group-directed learning – Assignment finalisation.......................................................12Week 10 (i) Succession and replacement planning (ii) Managing workforce flow.......................12Week 11 Negotiating job offers...................................................................................................12

ASSESSMENT GUIDE............................................................................................................................13

Assessment 1: In-workshop Quiz (This is a designated major assessment item.)............................13Assessment 2: Group Assignment (This is a designated major assessment item.)..........................13Assessment 3: Final Exam (This is a designated major assessment item.).......................................17

Assessment 2: Group Assignment Information...................................................................................18

A: Position Description....................................................................................................................18B: Required Tables...........................................................................................................................20C: Group Contract............................................................................................................................22

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LECTURE GUIDE

DATE LECTURE WORKSHOP26 Feb – 4 Mar

Week 1: Course Overview and Legal context for Recruitment and Selection in Australia (see prescribed reading Compton et al, 2014)

Learning Outcomes: 1

Week 1: No workshops: The workshop program commences in Week 2

5 Mar – 11 Mar

Week 2: (i) Introduction to Strategic Staffing (Chapter 1); (ii) Business, HR, Staffing Strategies, and Talent Philosophy (Chapter 2)


Week 2: Workshop program introduction; group formation and membership

12Mar – 18 Mar

Week 3: Employee Value Proposition & Job design and analysis (Chapter 4)


Week 3: Business, HR, Staffing Strategies and Talent Philosophy (Chapter 2)

Learning Outcomes: 219 Mar – 25 Mar

Week 4: Forecasting and Planning (Chapter 5)


Week 4: Employee Value Proposition; group memberships finalised and group contract for assessment finalised for submission. (Chapter 4)

Learning Outcomes: 226 Mar – 1 Apr

Week 5: Sourcing effectiveness and Recruiting communication

(Chapters 6 & 7)


Week 5: Job requirements analysis (Chapter 4)

Learning Outcomes: 22 Apr – 8 Apr

Commonwealth Games – University closed


9 Apr – 15 Apr



16 Apr – 22 Apr

Week 6: Expert plenary session Week 6: Assessment Quiz (covering weeks 1-5)


23 Apr - 29 Apr

Week 7: (i) Measurement (Chapter 8) (ii) group supervised workshop


Week 7: (i) Developing a sourcing plan (Chapter 5) (ii) Recruitment communication (Chapter 6)

Learning Outcomes: 1, 2

30 Apr – Week 8: (i) Assessing candidates Week 8: (i) Developing an assessment plan;

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6 May (Internal and External) (Chapter 9 &10) (ii) group supervised workshop


(ii) interview techniques

7 May – 13 May

Week 9: Developing existing employees – career management and succession planning (Chapter 10)

Nathan students, please note that Monday, 7th May is LabourDay, as such there will be no on-campus lecture at the NathanCampus in Week 9.

Access will be available on Thursday (week 9) to the Gold Coast lecture recording for this week via the L@G course website.


Week 9: Group-directed learning - Assignment finalisation

All students please note that as Monday, May 7 is Labour Day, there will be no on-campus workshops at Nathan or Gold Coast.


14 May – 20 May

Week 10: (i) Choosing and hiring candidates (decision-making

and job offers) (Chapter 11)


Week 10: Succession and replacement planning

Learning Outcomes: 1,2

21 May – 27 May

Week 11: (Staffing system evaluation and technology (Chapter 13)


Week 11: Negotiating a job offer (Chapter 11)

Learning Outcomes: 228 May – 3 Jun

Week 12: Course Review and exam information

Learning Outcomes: 1, 2

Week 12: No workshop

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WORKSHOP GUIDEPlease note: The workshop program is designed to focus on specific aspects of Recruitment and

Selection that should help you with your learning and completion of the assessment in the course, particularly with the Group Assignment assessment item.

Week 2 Introduction to workshop program, group formation and membership

1. Introduction to workshop program

Content and activities are designed to integrate the content from lectures with the assessment items, particularly to provide support for completion of the required tables for the group report, and how you can explain and justify the information in the tables within the group report. Each weekly workshop will cover a different part of the group report and the required table(s) that need to be completed. Each week there will be an activity that involves one of the table templates and how it should be completed. You are required to bring the set of required table templates for the group report, and the group contract template (available for download from the L@G course website) to the workshop each week. Other aspects of the course assessment schedule (e.g., in-workshop quiz) form part of the workshop program.

Note: An in-workshop Quiz will be held at the beginning of the workshop in Week 6 covering course content from weeks 1-5 (chapters 1, 2, 4, 5, 6 - NOT including chapter 7). The quiz will have a time limit of 50 minutes and comprise 40 multiple choice questions. The questions are worth 0.5 marks each, and so equate to 20 marks or 20% of your overall grade. You will not be given extra time to complete the quiz if you arrive late to the workshop.

2. Formation of groups for the group assignment

Attendance at the Week 2 workshop is a PREREQUISITE and therefore COMPULSORY for completion of the ‘Group assignment’ assessment item. If you fail to attend the Week 2 workshop, in the absence of exceptional circumstances (e.g., late enrolment, medical or compassionate grounds supported with documentation) you will EXCLUDE yourself from the group assessment item.

Note: to be eligible to pass this course, you are required to complete and submit all designated major items of assessment in accordance with the stated requirements, achieve a mark of at least 40% in the final examination, and achieve a mark of 50% or more overall.

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Week 3 Business, HR, Staffing StrategiesREADING: Chapters 1 & 2

1. Students who formed groups last week must sit together for the rest of the workshop program. If you are attending for the first time you will be allocated to a new group. Existing group memberships will not be disturbed. You are reminded that completed group contracts signed by each group member must be submitted via the electronic submission point (i.e., turnitin/safeassign) by the beginning of Week 5.

2. Read the case study ‘Integrating McDonald’s Business, HR and Staffing Strategies’ (Phillips & Gully, 2015: p 64), and consider the following questions:

How would you describe McDonald’s business strategy? What are the foundations of its competitive advantage (what are the sources of its

success)? Complete Required Table 1 (see page 20). What EVP does McDonald’s offer to existing and potential store managers and how well

do you think it addresses the needs of those employees?

Week 4 Employee value proposition READING: Chapter 4; prescribed readings

1. Read the following case study and complete Required Table 2 and specified tasks below.

“Imagine that you are the recruiting manager for RTMM Inc., a software development company. The majority of your employees are software engineers. You have had trouble persuading top candidates to join your firm because it is not yet well known. You have attracted a sufficient number of qualified candidates, but too many of them are turning down your job offers and accepting opportunities with your competitors.

Based on your conversation with job candidates, you think the key to increasing your job offer acceptance rate is to enhance candidates’ understanding of the company and its value proposition. To thoroughly identify the benefits of the job, what is expected from employees in return, and working for RTMM, you conducted focus groups with current software engineers to learn what they valued about their jobs and about the company. This is the employment value proposition you created through these focus groups (see following page).”

Your task is to identify the types of people who might be attracted to this opportunity, then complete the blank spaces in the table on page 6 (next page) to identify what should be expected in return from employees for the organisations contribution. That is, what does the organisation require from employees to meet its strategic objectives (business strategy)? As one example, in return for a $90000 a year salary, what would generally be expected in return? Usually to attain your salary, you need to complete your job for a pre-agreed amount of hours per week.

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Note: Your ‘Group Contract’ is to be completed and submitted online by the commencement of Week 5 – Monday March 26th by 13.00 (1pm).

Failure to do so will incur a late penalty of one mark for the assessment item.

Required Table 2: Employee Value Proposition for specified position – RTMM exampleItem Focus

(Job-related/Organization-

related/Person-related)

Type (Intrinsic/Extrinsic)

Organization contribution Employee contribution

Competitive base salary

Job related Extrinsic $90,000 average

Annual bonus Job related Extrinsic $18,000 average; availability is based on company performance.

Superannuation Person related Extrinsic 12% of base salary (above average); Contribution above min. legislated requirement subject to company performance

Training & development opportunities

Job-related (Training)Person related (Development)

T&D is extrinsic; Responsibilities that follow training are intrinsic

Company annually invests $3,000 per employee in its formal training program.Training depends on the project and skills used; Development depends on future opportunities; T&D availability is based on company performance and requirements.

Job rotation and/or job enlargement Promotion opportunities

Person related Promotion is extrinsic; Responsibilities that follow promotion are intrinsic

Promotion rate average 3 years (50% are never promoted); availability varies according to company performance needs and individual performance

Autonomy Organization related

Intrinsic Self-management of work tasks. Freedom regarding how work is completed; level of autonomy based on performance

Work environment

Organization related

Intrinsic/Extrinsic Culture; relaxation area and cafeteria; safe and clean work environment; welfare support

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Week 5 Job requirements analysisREADING: Chapter 4

1. Read the information provided below on the ‘Sizzler Restaurant Manager’ Job Description; then conduct a job requirements analysis, and summarise your analysis in a Job Requirements Matrix Required Table 3 (see page 20). Identify which elements in the person specification are ‘essential’ and which might be considered ‘desirable’.

POSITION DESCRIPTION – SIZZLER RESTAURANT MANAGER

ROLEBe a role model and teacher; create an environment where you and the restaurant crew are living our principles, keeping the promises, and living the non-negotiables by providing leadership to crew members who deliver a great dining experience for our guests by maintaining consistently high standards, modelling a passion for service, and attending to the details

RESPONSIBILITIES Inventories, orders, and maintains sufficient levels of product, small wares, and the tools

necessary to provide an excellent experience for our guests. Build sales and guest counts through leadership of crew and being involved in community Maximise sales and profits by teaching, coaching and upholding sales and service

techniques to ensure a great guest experience. Maintain consistent staffing levels of well-qualified front of house and heart of the house

crew by using the crew selection process. Ensure restaurant’s appearance and cleanliness meets our guests’ expectations by

upholding the highest standards including quality assurance, sanitation levels, and equipment/facilities maintenance.

Hold yourself and crew accountable for attitude, behaviour, results, and Sizzler standards/systems.

Take pride in making food and beverage look and taste great.

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Job descriptions at Sizzler AustraliaWith 26 restaurants across Australia and in excess of 1600 staff, Sizzler is one of Australia’s largest and most successful casual dining destinations. When Sizzler Australia developed a new business strategy to focus on value and improve its image, it established a new vision, mission, and goals for the company. The restaurant chain simplified its menu with the highest quality food it could offer at mid-ranged prices, traded its restaurants’ family theme for a crisp, modern look with a new look staff uniform for employees – a red-white striped, black pants, and dark apron. Executing the new mission and differentiation strategy required hiring fun, hospitality-minded people who share its values.

Although Sizzler Australia have not had any problems hiring restaurant managers, the company felt that managers it hired did not always reflect Sizzler’s strategy, vision, and values. The company also realised that their old job descriptions did not reflect its new strategy needed from its employees. Sizzler asks your opinion of what is should do in writing its job descriptions to improve the fit between its new management hires and its new business strategy. After reading chapter 4, you should have some good ideas you can share with Sizzler Australia.

Arrive to work on time and ready to work, neat and well groomed. Meet Sizzler dress and appearance standards.

Clearly communicate priorities concerning restaurant readiness, the menu, and promotions through pre-shift and regularly scheduled monthly departmental meetings with crew.

Know each crew member’s name and genuinely greet and interact with crew throughout every shift.

Model ways to delight guests and crew member to deliver an excellent guest performance.

Proactively handle all crew and guest requests or concerns quickly with caring and fairness.

Manage crew performance with clear feedback, recognition, reviews, coach/teach, and discipline.

Identify and develop crew members for future leadership roles

KNOWLEDGE AND SKILLS Learn, live, and teach our principles and promises, and Sizzler non-negotiables to all

crewmates (employees) Delegate and get work done through others Learn, teach, and uphold food, beverage and service standards and systems using the

Sizzler training system Work well and communicate with people of different backgrounds, experience levels, and

personalities Know the Sizzler seasonal menus completely and be able to teach crew members to

describe the taste, preparation, ingredients, and prices of all food and beverage items Learn, understand, and use the Point of Sale (POS) and Back-office Systems (BOS) Demonstrate a leadership style that creates a positive working environment and remain

calm during stressful and emotional situations Be organised in all areas, for example, in personnel files, storage areas, side work and

scheduling needs Be aware of the laws and Sizzler standards that impact the business

BASIC REQUIREMENTS(1) Withstand temperatures of -18 degrees Celsius or less and 38 degrees Celsius or more, (2) move throughout the restaurant for extended periods of time (up to 10-12 hours per day), (3) move 20kg for distances of 3-5 metres, (4) balance and move up to 10kg for up to 15 metres, (5) understand and respond to crew members’ and guests’ requests in a loud environment, and (6) perform basic math and understand finances and cost management.

EDUCATION/EXPERIENCE REQUIREMENTS(1) High school equivalency required; university coursework preferred, (2) previous supervisory and hospitality industry experience preferred, (3) proficient communication in English (verbal and in writing), (4) minimum 18 years of age, and (5) proven track record of success as a restaurant manager.

2. ***REMINDER***You are reminded that the mid-trimester quiz will be held next week at the beginning of the workshop. Make sure you come 5-10 minutes early because the quiz will begin on time and those who are late will not receive extra time.

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Week 6 In-workshop quizREADING: Chapters 1, 2, 4, 5, 6

Note: The in-workshop quiz covers course content from weeks 1-5 (chapters 1, 2, 4, 5, 6). The 50 minute time limit will start at the beginning of the workshop. Please aim to arrive 10 minutes early. Those who arrive late will NOT receive extra time.

Week 7 (i) Developing a sourcing plan (ii) Recruitment communicationREADING: Chapters 6 & 7

1. Develop a sourcing plan for the job of Sizzler Restaurant Manager that you analysed. The position is located on the Gold Coast (A new store is to be opened at Southport, Gold Coast) and is to be sourced locally. What sources are likely to be most effective and why? Complete Required Table 4 (see page 21).

2. Compare the examples provided below for a restaurant manager at Sizzler’s new Southport restaurant (Gold Coast, Australia). Which of the two is a more effective advertisement? Are there any improvements that could be made to the more effective advertisement? Try scoring each advertisement against the ‘Tips for creating effective written job advertisements’. This exercise is designed to assist in the completion of Required Table 5 (see page 21).

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Week 8 (i) Developing an Assessment Plan (ii) Interview techniquesREADING: Chapter 9

1. Using the textbook example (Phillips & Gully, 2015; p. 289), create an assessment plan that links each proposed selection method to the characteristics being assessed. Complete Required Table 6 (see page 21). Your assessment plan should draw on the job requirements matrix for the position, which you developed in the Week 5 workshop.

2. Assuming that an interview will be required for the Sizzler manager position discussed in weeks 5-8, write a behavioural interview question, using the STAR technique, which can be used to assess the people-management skills of candidates. Also, using the STAR technique and Table 9-8 (Phillips & Gully, 2015; p. 281), identify what specific information the interviewers should be looking for and what might constitute an excellent, marginal and poor answer. Complete Required Table 7 (see page 21).

Week 9 Group-directed learning – Assignment finalisation

1. All students please note that as Monday, 7th May is Labour Day, there will be no on-campus workshops at Nathan or Gold Coast.

Week 10 (i) Succession and replacement planning (ii) Managing workforce flowREADING: Chapter 12

1. Read the case study ‘Tuition assistance at Garden Gate’ (Phillips & Gully, 2015, p. 374). From the perspective of succession and replacement planning and managing workforce flow at Garden Gate, answer the following questions:

Describe the key problems with the tuition-aid program as a succession and career planning activity.

Does the information in the table indicate any special problems or issues? What do you suggest Garden Gate do about them?

Should Garden Gate discontinue its tuition-aid program? Create a plan to improve the succession planning and retention of tuition-aid recipients.

Week 11 Negotiating job offersREADING: Chapter 11

1. This week, you and your assignment group will be asked to participate in a negotiation exercise. This will give all students an opportunity to practice negotiation skills in a low pressure environment.

2. The tutor will provide advice on the exam format and exam preparation methods.

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Note: The ‘Group Assignment’ assessment item is to be submitted online in Week 10: Due at 13:00 (1pm) on Friday 18th May.

ASSESSMENT GUIDEThis information should be read in conjunction with the Course Profile.

Note: to be eligible to pass this course, you are required to complete and submit all designated major items of assessment in accordance with the stated requirements, achieve a mark of at least 40% in the final examination, and achieve a mark of 50% or more overall.

Assessment 1: In-workshop Quiz (This is a designated major assessment item.)

Due Date: Week 6

Length: 50 minutes

Value: 20 marks (total 20%)

Description: A multiple choice test comprising 40 questions, worth 20 marks will be held in the Week 6 workshop session on topics covered in lecture weeks 1-5 (Chapters 1, 2, 4, 5, 6 – NOT including chapter 7).

** Note: If you arrive after the commencement of a quiz, you will NOT be given extra time.

Assessment 2: Group Assignment (This is a designated major assessment item.)

Due Date: Group report due Week 10 by 13:00 (1pm), Friday 18 th May - uploaded through L@G course website. Hard copy or email versions will NOT be accepted for marking.

Length: The report is to be 2300 (minimum) to 2500 words (maximum), including in-text citations and appendices but excluding the group contract, job description, required tables, and reference list. There is no 10% leeway.

Value: 35%

For this assessment item, students will form groups of 3-4 (depending on final class numbers) in the Week 2 workshop. Each group is to prepare and submit a report proposing and justifying a recruitment and selection process for a specified job. Details on the specific job and organization, and the task requirements, appear below.

Attendance at the Week 2 workshop for allocation to a group, other than if prevented on medical or compassionate grounds for which documentation must be supplied, is COMPULSORY for this assessment item. If you fail to attend the Week 2 workshop, in the absence of exceptional circumstances (e.g., late enrolment, medical or compassionate grounds supported with documentation) you will EXCLUDE yourself from the group assessment item.

Group ContractBy the commencement of Week 5, all groups MUST submit a signed copy of the formal Group Contract (a template for which will be available for download in Week 1) via the L@G course website as a requirement for completing this assessment item. Failure to do so will incur a late penalty of one mark for the assessment item. The final Group Contract must also be included with the group report that is submitted.

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As each member of a group will receive the same mark for the report, it is expected that groups will come to an agreement on an equitable workload for each member at the outset via completion of the Group Contract (i.e. by Week 5). All group members are expected to have a thorough, first hand familiarity with the report, but groups may agree on the equitable allocation of primary responsibility for a specific part of analysis and/or report.

Important Tip: “How to avoid group difficulties” – Get started on the assignment early, this way the group will have ample time to develop the assignment, but will also be able to identify any group challenges early. If a group can identify group challenges early, it is easier to establish alternatives and to rectify group problems.

In exceptional circumstances supported with documentation that demonstrates irreconcilable differences between group members, and as approved by the convenor, a student may be allowed to submit a separate individual report for which an individual mark will be awarded. In such cases the individual and the other group members will be allowed to use only the work each has completed prior to approval. To ensure all students adequate time for completion before the due date, any requests must be submitted before Week 7.

Group ReportThe group report must total between 2300 and 2500 words, including in-text citations and appendices but not counting the group contract, required tables, and reference list. There is no 10% leeway. No executive summary or table of contents is required. The report should have the following sections:

Introduction Body

o Pre-recruitment (including Required Tables)o Recruitment (including Required Tables)o Selection (including Required Tables)

Conclusion References Group Contract.

The word count must be included on the title page. In-text citations and referencing MUST be completed using the APA 6 style.

For this assignment, you are expected to draw on and demonstrate what you have learned in the course, by contributing to the submission of a structured and reasoned argument in support of the proposed recruitment and selection process. In addition to using the prescribed textbook and readings provided, your group is expected to support its analysis by reference to the academic literature, which includes a MINIMUM number of 8 academic/refereed sources (i.e., academic refereed journals only). Failure to meet this requirement will result in a reduction to the marks awarded for your report. Please note other non-refereed sources may be used, but these do not count towards the minimum 8 refereed journals required. For example, to undertake market research, students will often cite websites and ABS reports. These are very useful sources, but remember they do not count towards the 8 refereed journals required.

The report is to be uploaded electronically as a MS Word file (PDF files will NOT be accepted for assessment) via the L@G course website. Hard or email copies will NOT be accepted as satisfying the submission requirements and will not be marked. You are strongly encouraged to submit the report

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as early as possible and not wait until the last minute. Extensions of time are not given for submission problems you experience because of your poor time management.

TaskThe company – “OZBEEF4U” – requires an effective recruitment and selection process for the position of Store Manager for a store located in the Sydney CBD. This is a full-time, ongoing position with future career development opportunities. Salary and benefits are negotiable. External recruitment is necessary, as there are no internal candidates suitable for the position, and it is desirable to have the new manager commence within 6 weeks if possible. A position description is provided below. Acting as HR professionals, your group has been asked to prepare a proposal for consideration by senior management. The proposal should be clear and explained sufficiently for its implementation to occur without extensive elaboration to be required.

Acting as HR professionals, your group has been asked to prepare a proposal for consideration by senior management. The proposal should be clear and explained sufficiently for its implementation to occur without extensive elaboration to be required. In describing your proposed process, your group should ensure that all the Required Tables are completed and discussed for each stage of the report (see above), including the following key elements: Introduce the topic, outline purpose and structure of the report, and foreshadow the conclusion. Identify and briefly explain the basis on which the organization aims to compete in the market,

and explain the staffing requirements that will need to be addressed to support the organization’s competitive approach;

Propose and justify an Employment Value Proposition (Required Table 2) that OZBEEF4U should offer to attract an adequate number of high quality applicants for the specified position. This should be generally consistent with the organization’s business, HR and staffing strategies (Required Table 1) and draw on the full set of inducements the company is willing and able to offer employees. The proposed EVP should also reflect the job requirements matrix (Required Table 3);

Outline and justify recruitment and sourcing activities that will be effective in attracting quality applicants. The plan should include a job advertisement for placement on the company’s ‘Careers’ webpage that is directed towards applicants of the type and calibre it wishes to attract (Required Tables 4 & 5);

Outline and justify an assessment plan (Required Table 6) based on the job requirements matrix and person specification for the position (Required Table 3). The plan must include, as one of the proposed predictors (i.e. selection methods), a panel-based interview for which must be provided two sample questions with model answers and the scoring system that a selection panel would use for evaluating candidate answers (Required Table 7). The assessment plan must also include other predictors (e.g., application form, personality testing, job knowledge test, work samples, reference checking, etc.) which, in conjunction with the panel-based interview, you believe would form the best way of assessing each candidate’s suitability based on cost, reliability, validity, useability, etc.

Present a conclusion outlining the key points which demonstrates the inter-related nature of the recruitment and selection process proposed.

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Criteria & Marking:The Group Report will be assessed on the criteria described below.

Criteria Excellent Very Good Good Satisfactory Unsatisfactory1) Knowledge of Content(25 marks)

Demonstrates balanced very high level of detailed knowledge of all core concepts; Provides very high level of analysis and significant insights into topic. All required tables completed in full correct detail. Scholarly use of wide range of up-to-date relevant sources and data to support arguments (above minimum requirement of 8 refereed academic sources).

Demonstrates high level of knowledge of core concepts; Provides high level of analysis and very good insights into topic. All required tables completed with generally correct detail. Very good use of range of up-to-date relevant sources and data to support arguments (above minimum requirement of 8 refereed academic sources).

Demonstrates good level of knowledge of some core concepts; Provides good level of analysis and insight into topic. All required tables basically complete. Good use of up-to-date relevant sources and data to support arguments (minimum requirement of 8 refereed academic sources).

Demonstrates limited knowledge of core concepts; Provides basic but limited level of analysis and limited insights into the topic. Some required tables are basically complete. Some up-to-date relevant sources of knowledge and data used in an attempt to support arguments (minimum requirement of 8 refereed academic sources).

Demonstrates little, if any, knowledge of the core concepts with extremely limited, if any, analysis. Provides misinformed/misguided insight into the topic. Not all required tables completed correctly. Very limited use of sources providing little or no support for arguments (less than minimum requirement of 8 refereed academic sources).

2) Organization/ structure5 marks)

Ideas arranged in very clear logical, structured, coherent manner. All terms used correctly and consistently. Transition statements clearly used to guide from one idea/para/section to next. Highly effective minimal use of relevant and appropriate direct quotations; highly developed paraphrasing skills

Ideas arranged in clear logical, and structured coherent manner. Most terms used correctly and consistently. Some transition statements used. Effective use of appropriate relevant direct quotations; well-developed paraphrasing skills.

Ideas arranged in logical, some-what structured coherent manner. Some terms used correctly and consistently. Attempts made to use transition statements; however could be refined. Frequent use of direct quotations, some of which are inappropriate or irrelevant; paraphrasing skills could be refined

Ideas arranged in very basic logical, structured way with some coherence. Basic terms used correctly and consistently. Transition statements rarely used; needs to be improved. Too frequent use of direct quotations, most of which are inappropriate or irrelevant; paraphrasing skills need development

Little, if any, coherent structure; appears very confusing. Limited or no use of transition statements. Few terms used correctly and consistently. Over-reliance on and ineffective use of too many inappropriate or irrelevant direct quotations; paraphrasing skills need significant development

3) Presentation(5 marks)

Excellent written expression; very easy to understand (clear and well thought-out introduction, linked and cohesive paragraph/sections, and a clear and concise

High quality written expression; easy to understand (mostly well thought-out introduction although some minor inconsistencies with body,

Good quality written expression; mostly easy to understand (simple introduction however some areas omitted which are in the body, some

Acceptable quality written expression; sometimes difficult to understand (brief introduction, some problems with sentence structure and presentation,

Poor quality of written expression; not or barely understandable (limited or no introduction, paragraphs are not linked or are poorly structured (if at all), limited

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conclusion synthesises findings). Correct grammar, spelling, punctuation, and APA 6 referencing style

cohesive paragraphs/sections, and a clear and concise conclusion summarising findings). Infrequent grammar, spelling, punctuation and/or APA 6 referencing style mistakes

linked paragraphs, a mostly clear and concise conclusion summarising some findings. Frequent grammar, spelling punctuation and/or APA 6 referencing style mistakes

some attempt to link paragraphs/sections, brief conclusion with minimal summary). Some major grammar, spelling and punctuation and/or APA 6 referencing style mistakes

or no conclusion. Many major grammar, spelling and punctuation and/or APA 6 referencing style mistakes. Little or no evidence of proof reading

Assessment 3: Final Exam (This is a designated major assessment item.)

Due Date: End of trimester examination period as scheduled

Length: 120 minutes

Value: 45%

The final exam is designed to assess (a) understanding of key concepts in Recruitment and Selection and (b) the capacity to demonstrate that understanding in an integrated and coherent manner. Further details on the exam format will made available in Week 12.

Criteria & Marking:The End-of-Trimester examination written component will be assessed on the criteria described below.

Criteria Excellent Very Good Good Satisfactory Unsatisfactory

1) Knowledge of Content (75%)

Demonstrates a balanced and very high level of detailed knowledge of all core concepts by providing a very high level of analysis. Provides significant insights into the topic.

Demonstrates a high level of knowledge of core concepts by providing a high level of analysis. Provides very good insights into the topic.

Demonstrates a good level of knowledge of some of the core concepts by providing a good level of analysis. Provides good insight into the topic.

Demonstrates limited knowledge of core concepts by providing a basic but limited level of analysis. Provides limited insights into the topic.

Demonstrates little, if any, knowledge of the core concepts with extremely limited, if any, analysis. Provides misinformed/misguided insight into the topic.

2) Organization and written expression (25%)

The ideas are arranged in a very clear logical, structured and coherent manner. All terms are used correctly and consistently. Excellent written expression; very easy to

The ideas are arranged in a clear logical, and structured coherent manner. Most terms are used correctly and consistently. High quality written expression; easy to understand

The ideas are arranged in a logical, some-what structured and coherent manner. Some terms are used correctly and consistently. Good quality written expression;

The ideas are arranged in a very basic logical, structured way with some coherence. Basic terms are used correctly and consistently. Acceptable quality written expression;

There is little, if any, coherent structure to the document. Few terms are used correctly and consistently. Poor quality of written expression; not or barely understandable.

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understand mostly easy to understand

sometimes difficult to understand.

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Assessment 2: Group Assignment Information

A: Position Description

“OZBEEF4U”

“Leaders in the burger experience”

OZBEEF4U is the largest Australian-owned chain of burger shops owning over 50 locations in Queensland with plans to expand into NSW. OZBEEF4U is an innovative and growing organisation with in excess of 600 employees, over 85% of whom are entry-level employees (i.e. “Restaurant Crew”). The company aims to differentiate itself from its competitors through provision of high quality burgers and exceptional customer service that produces customer loyalty. OZBEEF4U has a growth target of 50 stores in NSW by 2018. The company, which brands itself as an “Employer of Choice”, encourages its store managers to be committed to excellence and innovation in customer service, and to be passionate about making a difference to the well-being of employees and the company’s future.

POSITION DESCRIPTION

1. POSITION TITLE: “OZBEEF4U” Store Manager – Sydney CBD

2. REPORTS TO: “OZBEEF4U” Operations Manager – Food

3. SUPERVISORY RESPONSIBILITY: Responsible for all staff associated with “OZBEEF4U” Sydney CBD store

4. POSITION OBJECTIVE: Meet all budget expectations through the development of operational systems and to ensure compliance of all “OZBEEF4U” Operational Performance and Food Safety Standards.

5. KEY ACCOUNTABILITIES: Financial management of the Sydney CBD store so as to exceed budget expectations in

operations. Ensure all financial activities are carried out with diligence and compliance to

financial procedural manual and “OZBEEF4U” Operation Performance Standards. Monitor actual performance against budget, maintaining computer records of sales,

purchases, cost of goods sold, labour costs, and stock usage. Produce a monthly report, providing details on comparison of actual performance to

budget, analysis of variations and advising the “OZBEEF4U” Operations Manager as required.

Operations management of the Sydney CBD store

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Control the supply and production of food and beverages as required, according to Operation Performance Standards.

Maintain the outlet’s “Food Safety Plan and Management System” ensuring compliance at all times with “OZBEEF4U” Operational Performance Standards” and relevant legislative requirements.

Customer service management at the Sydney CBD store in line with “OZBEEF4U” customer service standards.

Assess customer needs and expectations of service and develop strategies to meet those expectations.

Seek out customer feedback through regular, structured and unstructured strategies and provide monthly reports to operations management

Provide advice on customer service needs at the Sydney CBD store to “OZBEEF4U” Operations Manager

Oversee portion control of food & beverages to satisfy customer needs within budgeted cost control percentage.

People management and development at the Sydney CBD store in line with “OZBEEF4U” human resource policies and values

Manage staffing levels, scheduling, performance, job knowledge and skill development through identifying and implementing training, so as to satisfy legislative requirements, “OZBEEF4U” Operation Performance Standards and budgeted cost percentages.

Lead employees by example consistent with OZBEEF4U’s talent philosophy and staffing strategy.

Other duties as may be assigned by “OZBEEF4U” Operations Manager

6. SELECTION CRITERIA (Person specification)

Relevant tertiary qualification or an equivalent alternate combination of knowledge and training acquired through three (3) years’ relevant recent experience in Restaurant Management.

Leadership skills in restaurant management. Commitment and ability to define, meet, and exceed customer service standards. Ability in designing/costing and preparing menu & beverage lists for a modern

Restaurant. Knowledge of financial management systems and accounting processes, point-of-sale

software, human resource information and inventory management systems. Ability to communicate effectively, liaise and negotiate with clients and staff at all levels. Understanding of the principles of equal employment opportunity. Commitment and ability to define, meet, and exceed the relevant health and safety, and

food and beverage safety legislation.

7. EFFECTIVE DATE: June 2018

8. APPROVED BY: ___________________________ Date:_________________“OZBEEF4U” Operations Manager

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B: Required TablesThe following tables are to be completed and included in the body of your report (but not included in the word count).

PRE-RECRUITMENT

Table 1: HR/Staffing strategy/Talent philosophy Strategy element General strategic staffing approach How will the general

approach be varied for this position? (select one)

HR perspective Investment Costs Investment / CostStaffing emphasis Proactive Reactive Proactive/ReactiveType of workforce Core Flexible Core / FlexiblePosition focus Critical General Critical / GeneralLabour market Internal External ExternalSkill acquisition Train Select Train / SelectTalent management Replace Retain Replace / RetainSkills focus Person-Job fit &

KSAOsPerson-organization fit & Competencies

Person-Job fit / Person-Organization fit

Staffing decisions HR Manager (Centralised)

Hiring Manager (Devolved)

HR Manager / Hiring Manager

Table 2: Employment Value Proposition for specified positionItem Focus

(Job-related/Organization-

related/Person-related)

Type (Intrinsic/Extrinsic)

Organization contribution

Employee contribution

* Add extra rows as necessary.

Table 3: Job requirements matrix for specified positionJob specification Person specification

Duty Tasks Importance of duty

(%)

Time spent

on duty (%)

KSAO/Competency Importance of KSAO/Competency

to performance(1 = Low, 10 =

High;E = essential, D =

Desirable)


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RECRUITMENT

Table 4: Source effectiveness analysis specified positionSource

(list three priority

sources in order of

importance)

Type of applicant(Active/Passive/

Semi-passive)

Average speedFast/Medium/

Slow

Cost per hire(High/Medium/

Low)

Expected applicant quality

(High/Medium/Low)


Table 5: Recruitment communication for specified position(Specify the key information about the specified position and EVP to be included in any

advertisement – 200 words maximum. No graphic design or logo to be included.)

SELECTION

Table 6: Assessment Plan for specified positionCharacteristic(Selection Criteria)

Importance of characteristic to job performance(1 = Essential;≥2 = Desirable)

Select (S)Train (T)

‘Selection method 1’*

‘Selection method 2’*

Panel Interview

x(y)#

* For each column, replace the word ‘Selection method 1’ etc. with the name of the assessment technique you propose to use and indicate its purpose i.e. screening or evaluative or contingent, and whether it will be a ‘hurdle’ or treated as ‘compensatory’. Add extra columns to cover the number of selection methods (in addition to the Panel Interview) you believe necessary to collect the necessary information on each candidate. The selection methods columns should be arranged in the sequence in which the named assessment techniques will be used. Add extra rows as necessary.

# x = number in assessment sequence for the specified criteria; (y) = weighting

Table 7: Panel Interview questions for specified positionInterview question

(using STAR)Question type (Behavioural/Situational)

Selection criteria

Answer(Include three model

answers for each question as examples of three types: Good;

Satisfactory and Poor)

Answer scoring

(Good = 10;Satisfactor

y = 5Poor = 1)


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C: Group ContractThis form must be completed and submitted online by the commencement of Week 5

1. Group members

Name: …………………………………… (preferred first name) ……………………………Name: …………………………………… (preferred first name) ……………………………Name: …………………………………… (preferred first name) ……………………………Name: …………………………………… (preferred first name) ……………………………Name: …………………………………… (preferred first name) ……………………………

2. Group performance goals and objectives (what marks the group will work to achieve. Consider both the report and the participation assessment components. These should be supported by the agreed group norms).

Report related goals:

Participation related goals:

3. Group norms (what behaviours that members of the group will follow during the performance of the group task. These should support the group performance goals and objectives. A number of suggested norms are outlined below).

I agree to contribute to, and fully support, the group achieving its objectives I agree to communicate at least weekly and on time or as agreed within the group I agree to inform the other group members as soon as I become aware that I may be

unable to deliver on an agreed deliverable by the set date. I agree to attend all scheduled group meetings and work collaboratively in the

process of executing our interdependent tasks and to promote group learning I agree to assist other group members achieve their learning objectives in the group I agree to abide by the conflict-management process outlined below and to alter my

behaviour when requested by the other group members to conform to the group norms

(Additional norms can be added as agreed)

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4. Individual task responsibilities (what tasks each member will complete for the assessment item [e.g. research a specific aspect, write a draft section]. See list below)

Name Task(Please be specific)

Deliverable(Please be specific)

Due Date

5. Group planning schedule

Meeting Group task(Please be specific)

Deliverable/Person responsible

(Please be specific)

Date

Supervised group workshop 1:

Week 7

Supervised group workshop 2:

Week 8

Non-class meeting

Non-class meeting

Final non-class review meeting

6. Group conflict-management process (what process the group will use when a group member appears unlikely to meet their obligations)

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7. Signatures (Note: students can list their names and this will be considered a signature and that the student agrees to all terms of the contract)I agree to abide by all the provisions of this contract, and to undertake my roles and responsibilities and to contribute equally to the group’s performance.Name: ……………………………………………………………………………………………..Name: ……………………………………………………………………………………………..Name: ……………………………………………………………………………………………..Name: ……………………………………………………………………………………………..Name: ……………………………………………………………………………………………..

Date: … /… /…

Some guidelines for task allocation

Group Report:

Individual contribution to the group report is comprised of tasks in each of the following areas:

Report planning – develop the structure of the report and the major content areas to cover; allocate tasks to individuals

Research – locate relevant journal articles online and in the library; Writing – drafts for each content area/section to be covered and prepare reference list

in correct style for each section; Editing – making written expression consistent and consolidating individual contributions

into one “seamless” report (integration and linking of ideas, paragraphs and sections with transition statements);

Co-ordination – recording group decisions about task allocations; and monitoring progress of individual group members’ task completion

Ensuring final report meets the assessment and format requirements; upload final version.

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